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Success Advice

Develop Your Adaptability to Supercharge Your Success

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Some of my friends are professional athletes who have made millions of dollars in their sport. But let’s face it, most people are not going to make it to the pros. The competition is too fierce and talented, and the odds for most athletes are too long, no matter how hard you work at it.

That doesn’t mean you shouldn’t try. If you have a dream, chase it. If you have an ambition, pursue it. If you have a goal, grasp it. But also understand that sometimes life requires a Plan B. That’s when you need to be flexible and adapt your plans based on the circumstances life throws at you.

Your Plan A might be to make it to the pros. That’s a lofty target and shows how optimistic and confident you are. Good! But having a Plan B doesn’t mean you’re pessimistic. It doesn’t mean you’re not committed to Plan A. You’re not allowing failure to be an option. Plan B should make you feel great too. It can also be lofty and ambitious. It’s smart to have a Plan B; it’s not a sign of weakness.

How adaptable are you? If your Plan A hits the rumble strips, do you turn happily to Plan B, knowing that sometimes life is a bumpy ride, or do you crumble, thinking that since your Plan A failed, you must be a failure? Flexibility will allow you to find new ways to succeed, even when your initial plans go awry.

“Every success story is a tale of constant adaptation, revision and change.” – Richard Branson

Lessons in Adaptability from Phil Harvey

My friend Phil Harvey is an excellent example of a flexible approach to life. Although he hasn’t had things all his own way, he has consistently found ways to succeed. He loves his Plan B as much as his Plan A and he’s never shy of adapting a plan when circumstances change.

When Phil was twenty, he and his brother James took jobs with one of the largest moving companies in the Denver area. They worked there for about eighteen months, and during that time, they noticed that their employer made a lot of mistakes. Phil didn’t plan to start his own business, but the company’s issues were affecting his income. It was time for Plan B.

Phil and James decided to set out on their own. They learned as much as they could about the moving business, then parted ways from the company and set up their own organization. They started out using a Chevy Tahoe for every move. Not easy. Then the Tahoe broke down. Even tougher. What did they do? They borrowed a Ford Ranger from their mother and kept on working.

Although they were initially under-resourced, Phil and James loved helping people move home. They’re both athletic, lean, and strong, and they make moving look easy. Their customers loved them and recommended them to all their friends. It wasn’t long before they were making more working for themselves than they did working for a large moving company. Soon, they brought on a cousin to work with them, and he too became a partner in the business.

Over the next ten years, their flexible approach paid off big time. As their reputation grew, other avenues of income opened up for them:

  • They started renting budget trucks for their moves and then opened a budget franchise so that they could rent out vehicles themselves.
  • When they noticed that many clients requested carpet-cleaning recommendations, Phil’s girlfriend started a side business for cleaning services.
  • From carpet cleaning, they expanded again to offer general cleaning for clients who were moving out of a rental or preparing their home for sale.
  • When clients had them haul away unwanted furniture, the Harvey’s started a side business reselling the items on eBay.

Is there any angle that the Harvey’s missed? They can load and move someone’s furniture and possessions. They can rent you a truck if you need one. They can haul off stuff you don’t want. They can come in after the move and clean the carpet and the rest of the house. About the only thing they didn’t do was sell the house when it was clean and empty.

Oh, wait. That’s not true anymore. James recently got his real estate license. Now they can sell the house too.

If you had asked the Harvey’s a decade ago, would they have predicted that they’d now have a thriving moving business, with numerous other side businesses? I doubt it. But they have continued to evolve, seeing opportunities where they have arisen, and consistently developing a Plan B when necessary.

“Adapt what is useful, reject was is useless, and add what is specifically your own.” – Bruce Lee

Stay Foolish, Stay Hungry

In our society, making a million dollars is a metaphor for success. But how much money you make is a trivial way of keeping score. What’s more important is your happiness. Are you doing what you love? Do you love going to work every day? Is what you’re offering helping someone else?

If you hate your job and you’re miserable, no amount of money will compensate for that unhappiness. To find your niche in life and keep evolving, you need to be adaptable.

You should have big goals, but don’t be limited by them. If your goal is to earn a million dollars, fine. But what’s your goal after that? Setting a finite line can be limiting, so you have to be nimble. Some defensive backs wanted to be wide receivers. They have similar body types and run as fast as receivers; they just don’t catch the ball as well. But in the event the ball is thrown over the receiver’s head, the DB, for the moment, can become a receiver with the interception.

The DB achieved more than he had originally planned because he never limited himself to being just a tackler.

When I leave the NFL, my Plan B will be an offshoot of my Plan A. I have a network of friends, teammates, and advisors who will all be part of my Plan B.

Plan B isn’t always dramatically different from Plan A. If your Plan A is doing something you love, make Plan B something you love too. Chances are it will involve the same friends and acquaintances you made while working on Plan A.

Success depends on finding the things you are passionate about. Once you identify that, think about how you can be involved in that passion every day and how you can use your enthusiasm for that work to change the world. That’s your sweet spot. You should do what you love and what you’re great at. And when the game changes, be ready to change with it.

Bennie Fowler is a six-year veteran of the NFL. He began his career as an undrafted free agent signed by the Broncos in 2014. He spent four years with the Broncos and was a member of the Super Bowl 50 championship team in 2016. Bennie played college football at Michigan State University, where he was a member of the 2014 Rose Bowl championship team. Bennie holds the annual Bennie Fowler youth football camp in Detroit, Michigan, is an in-demand speaker trained through the NFL Speakers Bureau, and lives in Denver during the offseason. You can checkout his best-selling book: Silver Spoon: The Imperfect Guide to Success on Amazon.

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Success Advice

Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)

The surprising truth about leadership styles that can make or break your team’s success.

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Why one-size-fits-all leadership doesn’t work
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Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)

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What Every New CEO Must Do in Their First 100 Days (or Risk Failure)

Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

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When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)

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Entrepreneurs

The Leadership Shift Every Company Needs in 2025

Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

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Bridging the gap between employees and employers
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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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Entrepreneurs

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

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